What is implicit bias? How do I avoid it in the workplace?

Have you ever made an assumption about someone based on their appearance or background?

The human brain is wired to make quick judgments about people before they even say hello, and it is sometimes based on stereotypes that we aren't even aware of. This is called implicit bias.

Learn practical strategies to recognize and reduce implicit bias, helping you create a fairer and more inclusive workplace. 🙂

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Implicit bias refers to the unconscious attitudes or stereotypes that we hold. It can show up in subtle ways, often when we least expect it. Here are some examples:

• Favoring the opinions of colleagues who share your background.

• Assuming someone's leadership abilities based on their gender.

• Believing a person with an accent is less knowledgeable.

• Offering opportunities to those who remind you of yourself.

• Judging someone's work ethic based on their physical appearance.

Implicit biases often relate to factors like background, gender, level of education, physical appearance, or how they talk.

Now that you can identify implicit bias, let's explore some strategies to challenge these biases and make our workplaces more inclusive.

Picture it: you just got a new colleague who speaks with an accent and wears culturally distinctive clothing. What's your immediate reaction?

• Stop and question your "gut feelings." Is your reaction based on facts or stereotypes?

• If you notice patterns in how you think about people, ask yourself where you got those ideas.

• Reflect on how the media or past experiences might unfairly shape your generalizations.

Through mindful reflection, you can stop implicit bias from affecting your decisions. Over time, you can make this a habit.

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Which of these examples reflect implicit bias in the workplace?

A. Only asking for input from colleagues who are of a similar age as yourself.

B. Choosing a team member for a project because they went to a well-known university.

C. Deliberately seeking input from team members with diverse backgrounds and experiences.

D. Preferring to work with people who share your cultural background because it feels more comfortable.

When hiring, focus on skills, experience, and qualifications. 📝

When giving feedback, use measurable performance, not your subjective impressions. 📊

During promotions, evaluate individuals based on their achievements. 🏆

When assigning duties, consider the person's strengths relevant to the task — not your personal connections to them. 🔍

If you organize an after-work event, include everyone on the team! 🎉

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Make it a habit to seek input from people with different backgrounds and viewpoints. 💬

When brainstorming, actively invite diverse voices to share ideas. 🤝

Listen actively, without interrupting or assuming you know the answer. 👂

Rotate team roles to give everyone a chance to contribute in new ways. 🔄

This approach challenges assumptions that might otherwise go unexamined!

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Slowing down helps you make more thoughtful, unbiased choices. Take a pause before making quick judgments, especially in high-stakes decisions.

Reflect on how your decision might impact others, both short- and long-term.

This small habit allows time to question biases and make fairer, more balanced choices.

Here are some concrete next steps to help you actively reduce bias: